CARL ROODNICK ASSOCIATES - CRASSOCS

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Carl Roodnick Go-to learning and development consultant and hands-on instructional learning designer and training course developer, when I not editing, sub-editing, proofreading, or sourcing written content as a Journalist.

Showing Tag: "learning" (Show all posts)

M = Mastery

Posted by Carl Roodnick on Friday, April 1, 2022, In : Learning Transfer 
Leadership: The Catalyst for Learning Transfer and Impact*

The challenge is how leadership can actively facilitate the effective transfer of recent learning investment; whether by follow-through, coaching, mentoring, and modelling; and particularly by creating time, opportunities, resources, and empowerment for learners to practice and apply newly acquired learning in the work environment.

Implementation and Evaluation

Perhaps it is time we revisit, re-assess, and redefine what both implementati...

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M = Microlearning

Posted by Carl Roodnick on Monday, August 20, 2018, In : Learning Transfer 


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E = Elements of Learning Experience

Posted by Carl Roodnick on Thursday, February 1, 2018, In : Learning Transfer 
What elements would you include in a comprehensive learning experience toolkit? I attempt to expand on an already extensive list provided by a fellow LinkedIn Learning, Education and Training Professionals Group member.

You may have to increase your screen-size setting somewhat in order to expand this LinkedIn graphic, for a more comfortable reading experience.

Which elements would you like to add, discuss, or inquire about? Kindly click on the Contact Us button, which you will find towards the...
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70:20:10 Learning Mix

Posted by Carl Roodnick on Wednesday, June 22, 2016, In : Learning Culture 
Seventy-Twenty-Ten Learning Mix or 70:20:10 Learning Mix-up?

Attracting and retaining savvy talent has got - well - complicated. Gone are the days when a mechanistic model of learning could be willy-nilly applied in the workplace with any measure or hope of success. Here are some reasons why.

What could you gain from a fifteen-minute free consultation over the phone or exchange via email? You won't know until you have taken up this offer. Click on the Contact Us button at the top-right of this ...

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S = Stickability

Posted by Carl Roodnick on Monday, June 20, 2016, In : Learning Transfer 
So how does learning stick?

Glad you asked. The post from Linked In's Learning, Education and Training Professionals Group below, attempts to answer this.

See the Learning Transfer category for more great ideas (You may need to zoom in to get a clearer view).



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I = Instructional Designer

Posted by Carl Roodnick on Monday, November 10, 2014, In : Instructional Designer 
How would you describe the role of an Instructional Designer? 
Is this distinct from that of a Subject Matter Expert?

Glad you asked - as this was the subject of a LInkedIn query to which I replied. Also under discussion, was the pivotal process of Needs Analysis and Subject Matter Experts. Intriguing? Zoom in on the graphic below for more:



Have you or do you need to determine a perceived learning need, and want to discuss this with a Learning Specialist or Consultant? Kindly click on the Contac...

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O = Online Training

Posted by Carl Roodnick on Monday, September 1, 2014, In : Learning Culture 
The case for online training

The question was asked in a L&D Professionals LInkedIn posting whether online training is important. I offered a candid view  which you can click on or zoom into below for a more reader-friendly perusal:



At the end of the day, online learning has its pros and cons, depending on your company's learning culture, infrastructure, budget, and in-house expertise. Kindly click on the Contact Us button at the top-right of this screen, if you would like to discuss a blended ...

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Managing Learning versus Talent Development

Posted by Carl Roodnick on Friday, August 1, 2014, In : Development Goals 
Is there a difference between Learning Management and Talent Development?

A question along these lines was posed in the Learning and Development Professionals group on LinkedIn. While the contributor noted that not all organisations made this distinction, he believed there should be a difference.

Here's that posting together with my comments. You may need to zoom into the graphic below in order to make the text more legible:



Both affect succession planning and career-pathing, and both involve a ...

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B - Blended Learning

Posted by Carl Roodnick on Wednesday, June 18, 2014, In : Learning Culture 
The more traditional versus e-Learning decision

Never before has the debate and decisions around whether to opt for e-Learning solutions in favour of more traditional classroom-based learning raged more loudly.

Now I concur with a LinkedIn Contributor's carefully considered viewpoint, which you may need to zoom into in order to read our discussion more clearly:


I consult on this and other learning and development considerations. Kindly click on the Contact Us button towards the top-right of you...

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S = Scenario-based Roleplays

Posted by Carl Roodnick on Monday, June 2, 2014, In : Design & Development Tips 
A LinkedIn Contributor lamented the time expended when opting for scenario-based role-playing during the design and delivery phases of a learning programme. I beg to differ . . .

Kindly zoom into the graphic below to gain a clearer view of this scenario (pun intended) and the time-saving strategies that I propose he follow in order to effectively utilize this best practice:



I have some additional guidelines for identifying, recruiting, and collaborating with potential Subject Matter Experts to ...

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L = Learning Culture

Posted by Carl Roodnick on Monday, May 26, 2014, In : Learning Culture 
Where do you begin when you want to instil a culture of learning in your organisation?

I was fortunate to spend around a decade and a half in high performing organisations that were modelling themselves as learning organisations. So here's how I responded to a similar query raised by a LinkedIn contributor (you may need to zoom into the graphic below for a more comfortable view:



You are welcome to pick my brain should you aspire to instil a culture of learning in your company, organisation, or ...

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C = Compliance Training

Posted by Carl Roodnick on Thursday, May 22, 2014, In : Compliance 
How do you get and keep employees engaged with legislated compliance duties?

A LinkedIn group member raised a similar issue in a posting which I and other replied to with some creative solutions for her consideration and action. Kindly zoom in on the graphic below for a more comfortable view:



Does this resonate with you? Are you faced with tough training and development challenging training requiring some out-of-the-box and proven curriculum solutions and strategies? Then click on the Contact U...

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I = Intrinsic Learner Motivation

Posted by Carl Roodnick on Wednesday, May 21, 2014, In : Design & Development Tips 
How do you intrinsically motivate learners to attempt and persevere learning content?

Here's how I replied to this difficult challenge when designing learning content in a LinkedIn comment. You may need to use your computer's zoom function to get a larger view for more comfortable reading.



Perplexed about where to begin designing content for your learners? Consult me now by clicking on the Contact Us button located towards the top-right of this screen.

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I = Insource versus O = Outsource

Posted by Carl Roodnick on Friday, February 14, 2014, In : Sourcing Training 
To insource or to outsource - that is the question!

I responded to a recent LinkeIn posting where a Manager was toying with the idea of training her own team. True, best practice states that HR belongs in the Line. But does that mean taking responsibility or being accountable for your team's development? Read on and comment:



Can you relate to this? I'd love to get your take on it. Call or e-mail me today!

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T = Transfer of Learning

Posted by Carl Roodnick on Wednesday, February 12, 2014, In : Learning Transfer 
How do you ensure effective transfer of learning? At times classroom, online, or printed content fails to enhance workplace performance on the job - what solutions are available?

Below is my LinkedIn comment to a similar dilemma to a posting in this regard. You may need to zoom in for a better view:



Does this ring some bells that you can relate to? I am available for consultations to explore solutions with you. In addition, I offer various Performance Support Toolkits which I can customise for ...

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A = Analysis

Posted by Carl Roodnick on Monday, February 10, 2014, In : Needs Analysis 
Suspect you may have a training need? How can you be sure that you are throwing time and money at the right thing?

A LinkedIn correspondent asked for guidance along these lines recently. Here's my take on the value of training needs analysis:



Does this resonate with you on some level - we need to talk - call or e-mail me right now. Let's explore possibilities!

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Carl Roodnick Associates I research, design, develop, and customise your CONTENT - whether an editorial article, training course material, or policies, procedures, and other written or published documentation. Having done so for many years, I am able to offer you professional curriculum consulting besides specialist implementation services. If content is king - Carl Roodnick Associates is your King-maker!

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